ZipRecruiter

Log In

1

Capability Development Manager Jobs in Mount Pleasant, SC

Socket.dev

District Manager South Carolina

Charleston, SC · On-site

$70 - $100/hr

Understanding of assigned store capabilities and growth potentials * Ability to travel extensively ... Passionate Learner Desire to grow and learn Owns personal development/Self-motivated * Open to and ...

New

previous pagenext page

Showing results 21-40

All JobsCapability Development JobsCapability Development Manager JobsCapability Development Manager Jobs in Mount Pleasant, SC

Capability Development Manager information

See Mount Pleasant, SC salary details

$31.5K

$74K

$127.1K

How much do capability development manager jobs pay per year?

As of Aug 20, 2026, the average yearly pay for capability development manager in Mount Pleasant, SC is $74,017.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,900.00 and $86,500.00 per year, depending on experience, location, and employer.

What does a capability development manager do?

A Capability Development Manager is responsible for identifying, developing, and implementing programs that enhance the skills and competencies of an organization's workforce. They assess current capabilities, analyze business needs, and design training or development initiatives to close skill gaps. Their work ensures that employees are equipped to meet current and future business objectives, contributing to the organization's overall growth and competitiveness.

What are the key skills and qualifications needed to thrive as a capability development manager?

To thrive as a Capability Development Manager, you need expertise in learning and development strategy, project management, and organizational change, typically supported by a degree in HR, business, or a related field. Familiarity with learning management systems (LMS), training needs analysis tools, and relevant certifications such as CIPD or ATD is highly valuable. Excellent communication, leadership, and stakeholder management skills help drive engagement and effective collaboration. These skills ensure that workforce capabilities align with organizational goals, fostering growth and competitive advantage.

How does a capability development manager typically collaborate with other departments to drive organizational growth?

A Capability Development Manager works closely with leaders from various departments such as HR, operations, and business units to identify skill gaps and align development initiatives with organizational goals. They facilitate cross-functional workshops, coordinate training programs, and ensure that learning solutions are tailored to the specific needs of each team. This collaborative approach not only supports employee growth but also helps drive overall business performance by ensuring that the workforce is equipped with the necessary skills to meet strategic objectives.

What is the difference between Capability Development Manager vs Learning and Development Specialist?

AspectCapability Development ManagerLearning and Development Specialist
CredentialsOften requires a bachelor's degree in HR, Business, or related field; certifications like CPLP or ATD are commonTypically holds a degree in HR, Education, or related; certifications like CPLP or ATD are also common
Work EnvironmentStrategic focus on organizational capabilities, working with leadership to develop skills at a broad levelOperational focus on delivering training programs, workshops, and learning initiatives
Employer & Industry UsageUsed across corporate sectors to enhance workforce capabilitiesCommon in HR departments, training firms, and corporate learning teams

The Capability Development Manager focuses on strategic planning and organizational growth by developing workforce capabilities, while the Learning and Development Specialist concentrates on implementing specific training programs to improve employee skills. Both roles require similar credentials but differ in scope and focus.

What is the role of a capability development manager?

A capability development manager is responsible for identifying skill gaps within an organization and designing training programs to enhance employee capabilities. They often collaborate with HR and leadership to align development initiatives with business goals and may utilize tools like learning management systems. The role requires strong project management and communication skills to ensure effective implementation of development strategies.

What job categories do people searching Capability Development Manager jobs in Mount Pleasant, SC look for?

The top searched job categories for Capability Development Manager jobs in Mount Pleasant, SC are:

What cities near Mount Pleasant, SC are hiring for Capability Development Manager jobs?

Cities near Mount Pleasant, SC with the most Capability Development Manager job openings:

Capability Development Manager jobs near you
Infographic showing various Capability Development Manager job openings in Mount Pleasant, SC as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, 3% Contract, and 1% Nights. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $74,017 per year, or $35.6 per hour.

Human Resources Manager

Landmark Construction Company, Inc.

Charleston, SC • On-site

Full-time

Re-posted 11 days ago

Job description

Position Summary
The Human Resources (HR) Manager is the primary leader accountable for comprehensive and compliance HR functions for Landmark Construction Company. The HR Manager owns HR strategy, leads a four-person team under the direction and advisement of executive leaders, partners with the executive team on workforce decisions, and serves as the company's primary advisor on people-related responsibilities and opportunities.
This is a working leader role — strategic on the highest-leverage initiatives and hands-on with the team to build operational maturity. The optimal candidate will bring construction workforce experience, demonstrated leadership experience, and the discipline to deliver strategic HR initiatives end-to-end.
Key Responsibilities
Strategy and Executive Partnership
  • Set and execute the annual HR strategy aligned to the company strategic plan based on the vision and direction established by the executive team.
  • Serve as the primary HR voice at appropriate executive meetings to advise on workforce planning, employee relations, compensation and benefits, and organizational structure decisions.
  • Build and maintain relationships throughout the company.
  • Own the HR budget, key performance indicators (KPIs), and program return on investment (ROI).
  • Provide monthly HR strategic updates to the executive team covering workforce trends, key metrics, and forward-looking recommendations.
Team Leadership
  • Manage and develop direct reports; build team accountability and lane discipline.
  • Establish written job documentation, and establish a thorough matrix of task responsibility and knowledge to ensure effective cross-functional work and HR function coverage.
  • Address performance and conduct issues promptly through documented coaching and formal performance management.
  • Build the operational maturity of the HR function: documented standard operating procedures (SOPs) and consistent processes.
  • Conduct weekly one-on-one meetings with each direct report; lead the weekly HR team meeting.
Talent Strategy
  • Lead workforce planning in partnership with operations and estimating; tie headcount to backlog, and confirm agreement regarding recruiting needs.
  • Own the compensation philosophy, structure, and key role market benchmarking.
  • Lead succession planning, individual development plans, and the leadership competency framework for the HR department, and support company-wide succession and development initiatives.
  • Partner with the Training and Development Manager to lead development plans for executives and senior managers as well as broader employee training programs.
  • Sponsor employee engagement measurement and retention strategy.
Compliance and Risk
  • Ensure compliance with federal employment law including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Title VII, Equal Employment Opportunity (EEO) regulations, the Age Discrimination in Employment Act (ADEA), and the Uniformed Services Employment and Reemployment Rights Act (USERRA).
  • Confirm and maintain South Carolina employment law compliance; build multi-state capability for expansion, with initial targeted work in North Carolina and Georgia.
  • Engage outside employment counsel in the review of the handbook and major policies.
  • As needed, lead reduction in force (RIF) planning and Worker Adjustment and Retraining Notification (WARN) Act compliance with the executive team.
  • Confirm Office of Federal Contract Compliance Programs (OFCCP) status and Affirmative Action Plan (AAP) requirements; confirm Davis-Bacon prevailing wage compliance for federal-aid project work.
Operational Delivery
  • Responsible for final approval of HR-related policies; sponsor handbook updates and policy library maintenance.
  • Oversee the Human Resources Information System (HRIS) and its integration with broader company systems.
  • Own the performance review cycle design, calibration, and merit cycle governance.
  • Oversee benefits, leave administration, employee relations, and recruiting through direct reports.
  • Build and maintain a monthly HR dashboard for the executive team.
Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Industrial Relations, or a related field.
  • Minimum 10 years of progressive HR experience, with at least 5 years in an HR leadership role.
  • Demonstrated experience leading HR for a field-heavy workforce (construction, manufacturing, distribution, energy, or similar).
  • Demonstrated experience delivering strategic HR initiatives end-to-end with measurable outcomes.
  • Experience managing direct reports; demonstrated ability to hold people accountable and address performance issues.
  • Proficiency with at least one major HRIS platform (Paycor preferred); knowledgeable of HR data and reporting tools and interpretation of the same.
  • Valid driver's license required.
Preferred
  • Construction industry experience, particularly heavy civil, infrastructure, or industrial contracting.
  • Society for Human Resource Management — Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) certification.
  • Experience with multi-state operations (SC, NC, GA particularly relevant).
  • Experience with Davis-Bacon prevailing wage and certified payroll for federal-aid projects.
  • Experience implementing or optimizing Paycor or comparable HRIS.
  • Bilingual English/Spanish.
  • Charleston, SC area residence or willingness to relocate.
Key Competencies
  • Executive presence — comfort holding ground in conversations with strong-personality executives
  • Direct-report accountability — willing and able to address performance and conduct issues directly
  • Strategic delivery — track record of moving initiatives from idea through full execution
  • Construction or field workforce fluency — credibility on job sites and with foremen
  • Operational discipline — comfortable building documented SOPs, detailed HR processes, and job role responsibilities
  • Compliance judgment — knows when to consult counsel and when to address decisions and issues internally
  • Resilience and self-management — comfortable being the primary senior HR voice in operations-heavy rooms
Work Environment and Physical Requirements
  • Combination of office and field environments.
  • Regular travel to active project sites in South Carolina and surrounding states.
  • Occasional and as needed after-hours availability for urgent employee matters.
  • Ability to lift and move up to 25 pounds.
Equal Employment Opportunity
Landmark Construction Company, Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetic information, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
If you are an individual with a disability and require reasonable accommodation to complete any part of the application process, please contact the Human Resources Department at 843-552-6186.

Apply